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From inclusive leave policies to removing bias in compensation practices, organisations are evolving their total rewards strategies to better reflect the values of diversity, equity, and inclusion (DEI).
There is no single blueprint for embedding DEI into compensation and benefits. But what matters is the intent to take action, and the consistency to follow through.
This was reflected in the approaches shared by Nicole Quiogue Golloso, Director of HR & Corporate Communications (SG & HK), Regional DEI Lead (APAC), McCann Worldgroup and Debbie Ng, Senior Director, People & Culture and Singapore Pools Academy, Singapore Pools in the opening session of Total Rewards Asia Summit Singapore 2025, Day 2. Their insights offered practical examples of how DEI can be brought to life in daily practices, policies and mindsets.
Ng shared that at Singapore Pools, inclusion is thoughtfully embedded across facilities, hiring practices and the overall employee experience. The organisation’s reward philosophy is guided by the POOLS framework, which emphasises psychological safety, organisational support, opportunities for growth, learning, and social connection.
This holistic approach is reflected in initiatives such as dedicated Moms@Work rooms to support new mothers, and exercise classes scheduled to accommodate varying work shifts. The company has also hired expectant mothers and women returning to the workforce after extended caregiving responsibilities, focusing on their skills and experience rather than employment gaps.
In support of personal aspirations and national pride, Singapore Pools grants up to 21 additional days of leave to employees who are national athletes representing Singapore in international or regional sporting events. The organisation also maintains a zero-tolerance policy towards discriminatory behavior, reinforcing its commitment to a respectful and inclusive workplace culture.
For McCann Worldgroup Singapore, DEI efforts are anchored in the four pillars of their Conscious Inclusion Framework: conscious wellbeing, causes, conversations and connections. All policies, initiatives and benefits are assessed through these lenses to ensure they serve real employee needs.
One global initiative Nicole talked about, ‘Time Well Taken’, allows employees to take unlimited leave for mental health or personal reasons. To ensure effectiveness, this was supported by clear guidelines and conversations with leaders to build trust and accountability.
Another initiative, known as ‘Transparency Talk’, is led by HR and Finance to help employees understand how the business operates, how revenue is allocated, and how compensation, bonuses, and promotions are structured and evaluated. More importantly, it creates space for meaningful dialogue, fostering transparency and empowering employees to have informed conversations about pay, contribution and growth.
Both organisations approach compensation review with equity in mind. At Singapore Pools and McCann Worldgroup Singapore, salary ranges are reviewed annually against market data to stay competitive. In addition, they use 360-degree feedback as a tool to evaluate leadership capabilities and behaviours. This feedback helps identify skill gaps as well as areas of improvement.
McCann Worldgroup Singapore has also taken steps to remove bias from hiring and pay discussions. For example, the company no longer asks candidates for their last drawn salary, focusing instead on the value of the role itself.
When it comes to the relationship between performance-based rewards and DEI, both companies see alignment rather than conflict. Inclusive environments are viewed as key enablers of strong performance, not as a trade-off.
The discussion closed with a reminder that while DEI progress takes time, the commitment to fairness must remain a constant. Recognition, psychological safety, clarity in communication and trust are just as critical as monetary rewards in building an inclusive culture.
Through intentional changes, consistent review and open dialogue, organisations can continue shaping compensation strategies that not only reward work but also respect equity and belonging.
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